Vice President, Human Resources

Company Details Founded in 1967, W. R. Berkley Corporation is an insurance holding company that is among the largest commercial lines writers in the United States and operates worldwide in two segments of the property casualty insurance business: Insurance and Reinsurance. Each of the Berkley companies, or operating units, within Berkley participates in a niche market requiring specialized knowledge about a territory or product. Our competitive advantage lies in our long‑term strategy of decentralized operations, allowing each of our Berkley companies to identify and respond quickly and effectively to changing market conditions and local customer needs. This decentralized structure provides financial accountability and incentives to local management and enables us to attract and retain the highest caliber professionals. We have the expertise and resources to utilize our strengths in the present environment, and the flexibility to anticipate, innovate and respond to whatever opportunities and challenges the future may hold. Responsibilities The Vice President of Human Resources (VP HR) serves as a strategic partner to senior leadership, driving business outcomes through innovative people strategies. This role leads the design and execution of enterprise‑wide HR initiatives that align talent management, workforce planning, and organizational development with evolving business priorities. The VP HR champions a culture of engagement, inclusivity, and adaptability while leveraging technology and data‑driven insights to optimize workforce performance. The VP HR will support multiple Berkley operating units. Strategic Talent Leadership Develop and execute forward‑looking talent strategies, including workforce planning, succession management, and leadership development, to meet current and future business needs. Drive retention initiatives that address evolving employee expectations, hybrid work models, and competitive labor markets. AI & Digital Transformation Integrate AI and advanced analytics into HR processes for recruiting, performance management, and predictive workforce planning. Promote digital HR solutions that enhance employee experience and operational efficiency. Change Management & Organizational Agility Lead change management strategies to support business transformation, ensuring leaders and employees are equipped to adapt to new technologies and processes. Serve as a trusted advisor to senior executives on organizational design and cultural evolution. Employee Experience & Engagement Champion a culture of inclusion, engagement, and continuous learning. Oversee programs for onboarding, performance management, recognition, and career development. Business Partnership Collaborate with senior leaders to align HR initiatives with business goals, providing insights on talent risks and opportunities. Contribute to annual business planning and budgeting processes with a focus on human capital priorities. Manage HR‑related budgets in collaboration with President and CFO, including compensation and benefit analysis. Governance & Compliance Ensure adherence to employment laws and ethical standards. Manage employee relations, investigations, and disciplinary actions with fairness and transparency. Qualifications Proven experience in senior HR leadership roles with a track record of driving strategic initiatives. Expertise in talent management, organizational development, and change leadership. Familiarity with HR technology platforms, AI applications, and data analytics. Strong business acumen and ability to influence at the executive level. Excellent communication and presentation skills. Education Requirement Bachelor’s degree. 10 years of experience in a leadership role and a minimum of seven years progressive HR experience. One of the following preferred: PHR, SPHR, SHRM‑CP, or SHRM‑SCP. Company Statement The Company is an equal employment opportunity employer. Compensation and Benefits Base Salary Range: $150,000–$200,000. Benefits include Health, dental, vision, life, disability, wellness, paid time off, 401(k) and profit‑sharing plans. The actual salary for this position will be determined by a number of factors, including the scope, complexity and location of the role; the skills, education, training, credentials and experience of the candidate; and other conditions of employment. #J-18808-Ljbffr W. R. Berkley